Identify and remove daily roadblocks in developer experience with surveys to optimize processes, tools, and work environment for faster, high-quality delivery.
Developer Experience Surveys [DevEx] identify barriers and spark discussions on optimizing daily operations and tech stack. Anonymous, easy, they provide valuable insights at scale and targeted suggestions where needed.
Debt around the speed, ease, and quality of delivery, when not addressed, slows down developer progress every day. Developer Experience (DevEx) surveys highlight key friction points and spark discussions for improvement.
Are our tests catching most issues before production? I trust our monitoring and alerting to report problems quickly. Why did the Data Engineering developers provide negative feedback? Is this why our automated data ingestion pipelines aren't deployed as quickly as expected? Could we do better, more like other teams in Engineering department?
Short, smart questions pinpoint what fuels or hinders developers' day-to-day work.
Areas like planning, code quality, testing, collaboration, and work experience provide a framework for questions and answers aimed at reducing friction—insights passive data can't fully uncover.
Who knows better than your engineers?
Survey results provide an action plan. Open-ended answers dive deep into pain points and offer specific, actionable steps for progress.
Test quality is a common, yet complex issue. Should we invest in improving it?
External and internal benchmarks will help you find the answers.
These insights show how your team’s rating compares to other engineering teams in your company and provide a broader perspective on the external landscape.
What makes developers happy?
Fixing issues and making things better for the long run—ask for their input, agree on priorities, and let them take action. All of this at the team level, right where it’s needed.
Distribute data & actions directly to teams.
Data sparks curiosity, drives progress, and motivates change. It supports team-tailored experiments, helping discover what works best.
Discover the frictions many teams experience to create solutions that benefit developers at scale. Collect a complete overview and automatically contextualize data across teams, projects, locations, roles, and seniority levels. Anything is possible—just imagine the data you have and the insights waiting to be uncovered.
Watch roadblocks decrease in the daily workflow across your engineers. Celebrate as you see direct improvements in team productivity. Measure how developer experience impacts delivery speed, ease, and quality by integrating survey data with your metrics, using our export module or open API. See the direct influence on your outcomes.
We build at scale, together with scale-ups and enterprises.
Customizations? Support? Automations? We've got you covered in all this and more.
As an engineering director use tabular birds-eye view to quickly find teams to learn from and places where you can improve. Explore all metrics, compare to internal or external benchmarks and group teams to reflect your company’s hierarchy.
Guide your team with care and without overload by increasing regular 1on1s and reducing ad hoc coordination.
Learn more about leadership analytics →Leaders spend about 34 hours per week on meetings after shifting their teams into remote work.
Being able to see the patterns of connectivity within groups really helps a leader make more targeted decisions to improve group effectiveness than simply holding more Zoom calls or virtual happy hours.
Balance work and life by controlling after work hours.
Learn more about work-life harmony analytics →94% of service professionals spend over 50 hours working each week.
I believe a balanced life is essential, and I try to make sure that all of our employees know that and live that way. It’s crucial to me as a manager that I help ensure that our employees are as successful as our customers and partners.
Build connections with diverse teams and lifting interactions with people up in the hierarchy.
Learn more about learning & development analytics →22% of employees see insufficient career development as their reason for leaving the company.
Network Perspective fits well into the current bank’s way of thinking about how to look into the future: how to replace traditional, centralized, and inefficient mechanisms supporting the development of people with modern technologies - more agile, scattered, and with a higher level of objectivism.
Starting is simple, and insights are endless. The blockers you remove, fixes you implement, and solutions you create translate into into making things faster, easier, and of higher quality.
Many leaders are empowered to make business decisions, but often, they aren't properly enabled to do so. Namely, they are not equipped enough with the relevant resources, data, tools and/or training. Numbers & nudges describing their team’s ways of working might help.
Learn more about data-informed leadership in the new hybrid workplace →
There’s a direct link between employee performance and their mental and physical well-being and individual development. It’s simple – if a leader gives the team the means to recover from work, he or she will avoid the havoc a heavy workload can wreak on the team. The workplace that promotes work-life harmony and enables people to learn from others is the best place for employees to grow individually and boost your business.
Learn more about work-life harmony & collaborative social learning →Empower every person and team’s decision with a deep understanding of the ways of working at each stage of the employee journey: newbie, individual contributor, manager, and director with data on collaboration, team’s rituals, individual work, leader’s guidance, work-life harmony, and learning.
Learn more about data-informed employee journey and experience →
Your team and company responsiveness and agility in remote or hybrid work depend not on control but quality context—i.e., real-time data and seamlessly-collaborating teams. The data we provide aims to help build habits and rituals within and across teams that result in the greater well-being of employees, better-performing teams, and improved business outcomes.
I’ve been working in the Workplace Analytics field for more than 10 years. I’ve completed a Ph.D. in economics and psychology, applying ONA (Organizational Network Analysis) in organizational design.
I believe that advanced Workplace Analytics with strong ethics upfront can enable people leaders to make their teams productive and happy in a new hybrid workspace.Let’s meet on LinkedIn →
I’m a Passionate People and Organization Development and Future of Work Practitioner with over 15 years of experience in senior ad executive people management functions.
MY PURPOSE is to develop effective, data-informed, agile, remote smart organizations that help people grow and feel enabled and self-fulfilled with the contribution that they make to the company's success both as team members and as individuals.Let’s meet on LinkedIn →
I’m working experienced senior full-stack developer working with people and applying research to business. PhD on applied AI, MSc in Computer Science, and MA in Psychology.
What I like most in Network Perspective? We put a lot of conceptual and technological effort in applying ethics and protecting privacy while handling with big data which makes our work challenging and meaningful.Let’s meet on LinkedIn →
I have over 19 years of experience in consulting sales of products and services related to employee development, talent acquisition, learning and development, and transition management.
I'm dedicated to helping leaders manage the value of employee experience by implementing Network Perspective analytical software. I also coordinate various knowledge-sharing initiatives on how to implement workplace analytics in an ethical and impactful way.Let’s meet on LinkedIn →
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